“Bad Bossing” Got You Down? 7 Ways Tech Leaders Can Improve Their Management Style

The success of a technology business largely lies in the hands of its leading figures. A passionate and competent manager can create an inspiring atmosphere of success within a company – igniting initiative and enthusiasm amongst the staff. But an illiterate leader can bring all progress to a grinding halt; extinguishing any hope of inspiration or development.  The recent JOLTS statistics indicate that 4,2 million Americans left their jobs in November, increasing the total number of resignations for 2022 to 46,6 million. In light of the pandemic, American workers have come to realize they don’t want to simply pay their dues and accept what they’ve been given – instead, they are determined to seek out meaningful employment that offers tangible rewards. Wages and work-life balance are still key components of the equation, but for employees to feel truly satisfied with their job, recognition, feedback and a sense of accomplishment all need to be part of the package. As you contemplate the idea that this might not apply to you, know that a whopping 75% of workers feel their manager is the worst part of their job. How can you guarantee you never become one of those statistics?  In this blog post we’ve compiled a list of the seven most common mistakes that top-tier IT executives always avoid, and how to fix it if you’re far from perfect.  

• Lack of clarity 

A glaring sign of mismanagement? Unclear directions. According to the Real Estate Witch Employee Unhappiness Survey from February 2022, an astonishing 31% of respondents pointed at inadequate communication from their bosses as the root of their dissatisfaction.  When it comes to the workplace, things can take a quick turn for the worse if one person speaks and the other doesn’t comprehend their message. To put it another way,  if the individual on the receiving end fails to grasp what is being expressed, interaction remains one-sided. For a tech organization to be successful, it must have a clearly defined mission, purpose, strategy, and personal management philosophy. Lack of clear direction, random and unwise decision-making, inadequate task definition, and an unwillingness to remain steadfast in instructions are all indicators of a leader that will ultimately bring a company’s downfall. How to fix: Working under a boss who can’t make up their mind can be a real challenge. Be sure to clarify your goals before delegating tasks, keeping in mind that your plans may change as you progress. IT talents lose motivation when their leader not only changes tactics but also blames the staff for the failure. Employers who set unreasonably tight deadlines may have the best of intentions, yet they tend to overestimate their employees’ capabilities and set too high expectations. If you find yourself in this bind, it’s time for a reality check: gather evidence, ask smart questions, and prioritize tasks together. Rather than being overwhelmed by external pressures, take control and tackle the most urgent and important tasks head-on. If you want to create an achievable objective, put your minds together and get creative – make sure each step of the way is punchy, intelligent, and powerful.  

• Micromanaging instead of trust

Frustration bubbles up in 27% of workers’ hearts due to micromanagement, as the REW survey found out. In this demanding and intrusive atmosphere, employees feel like their dreams for success are permanently stymied. No matter how hard they work, it never seems enough for their boss. Having a lack of trust in their staff’s abilities, many employers feel the need to incessantly monitor their employees’ actions. This futile pursuit of control results in an inability to delegate, as well as an unhealthy obsession with productivity metrics such as response times and working hours. Ultimately, this reveals an insecurity that disrupts the potential for successful collaboration. As the tech leader, it’s your responsibility to ensure the project is completed on time, within budget, and passed all necessary quality checks. To control every facet of employee labor would be a waste of company money. The IT organization doesn’t need two people to do the same job. So either get it done yourself or trust your team – there’s no in-between. How to fix: No one’s here to say that setting the bar high is wrong. Still, don’t take it to extremes. It’s pointless to have tech team members rework a presentation just because of an incorrectly-formatted font or omitted comma. Such work makes them feel disappointed not only in the job done but also in their organization’s leader. When the boss proclaims that he trusts the team, but then follows up with daily check-ins. A great leader must foster faith in their subordinates, grant them a chance to showcase their prowess, maintain an open line of communication, and recognize when stress escalates.

• No respect for employee’s time

“The bosses can only be delayed, but they’re never late” that’s the mantra of careless leaders. First, good superiors don’t delay, and second, they never offer lame excuses instead of a legitimate reason. If the IT company has rules, everyone, including the boss, must follow them. It’s clear that the leader can postpone a meeting or cancel a scheduled conversation if they have something more pressing to focus on. We are talking about the systematic disregard for the rules that the management itself prescribed for all employees of the organization. When a boss cuts corners, skips out ahead of their team, or fails to show respect for their employees’ time – by calling them in after hours, setting the time for a meeting and making team members wait again and again, pulling subordinates out of a vacation or canceling their well-deserved breaks – they’re not just shirking their responsibilities, they’re demonstrating a complete disregard for the hard work of their staff. Such behavior has no place in the workplace. How to fix: The tech leader should embody exemplary time management and keep the interests of their subordinates in mind. When predicting how long a job will take, it’s best to adopt an extra precautionary approach; it’s far better to be ahead of your timeline than left behind. Use reminders for everything – Android and iOS users have access to powerful calendaring and scheduling tools. To make it all easy to remember, just keep this in mind: it pays to be punctual.  

• Anger doesn’t demonstrate your authority

When a leader is caustic, abrasive, and tyrannical in their dealings with subordinate staff, they are eroding their own authority. Blowhards don’t inspire respect but, instead, create an unharmonious work environment as people struggle under the high-pressure atmosphere such individuals create. Unbelievable yet true – a startling 75% of workers are dealing with manager-related frustration, while one in five have faced offensive remarks or personal attacks by their bosses, the REW Employee Unhappiness Study found. Employees in companies with this standard modus operandi face the danger of stagnating in their career paths: the oppressive leadership eliminates ambition and the longing for advancement, crushing productivity and professional growth along the way. How to fix: Respected workers report 63% more job satisfaction due to the TeamStage review. Do you want your tech employees to be the cream of the crop: highly productive, full of enthusiasm, and loyal to your business? Practice some self-control and treat them with admiration – not as mere minions but rather as partners in a common cause.   

• Rules for rules

At every firm, there are established customs and regulations – some are crafted organically over time, while others are imposed. Operating by rules is supposed to keep the working processes organized and make life easier for employees. But what if it’s not?  Eating in the office? Unthinkable! No kitchens available either? What a shame. Is ban on social media the new norm? You still can login from your phone so what’s the point? As an added kick in the teeth, the company’s strict dress code can be an extra headache for many employees. How to fix: It’s tempting to focus on what your team shouldn’t be doing, but good IT leaders take the opposite approach: they focus on how to motivate and engage the staff. Don’t think about the duration of the coffee break, rather tell how everyone’s work affects the future of the organization. Try to focus on the big picture, allowing people to feel free and reach their potential.  

• Too many sticks, too few carrots

“I don’t keep anyone here” might be the most soul-crushing words a boss can say to an employee. It implies that your input is meaningless, your work isn’t recognized, and ultimately, you can easily be swapped out if the company needs to. What promising professional would willingly accept such an environment? As the TeamStage research revealed, 34% of a company’s employees may leave within a year if they are not recognized for their hard work. The fact is, underappreciated employees are looking for a way out. And unless the employer is giving them the recognition they deserve, that way is out the door.  How to fix: Leadership isn’t about cracking the whip, it’s about lifting the team up. A great tech leader is one who motivates their staff to reach far-reaching accomplishments, cultivates a congenial climate with peers, and evaluates the success of their IT staff without resorting to personal attacks or criticism.  When criticism is necessary, make sure it’s detailed, reasoned and focused on the task at hand, not on personal matters. Correct actions, not individuals – after all, mistakes are how your employees grow. Tell them what they did right and how it bettered the cause. Make “well done” a phrase that gets bandied about more often than “should have been better.” Show gratitude at every turn and watch how morale kicks into high gear  

• Ignoring company culture

The Recruit Loop’s statistics on job satisfaction reveal that over half of US workers are disengaged – a shocking figure that has far-reaching consequences on their job, workplace, and business. A disengaged worker is one who shuffles through their day without any genuine or energetic enthusiasm. They’re merely going through the motions, “toiling for toil’s sake” in absence of an ambition of achieving targets and desired outcomes. Not only is this behavior detrimental to the corporate environment but it can cause organizations to become poisonous, ultimately causing them to lose their competitiveness. With Flexjobs’ recent survey showing that 62% of employees feel a toxic corporate culture is the biggest source of their job hatred, a great boss stands for excellence in both: producing results and getting along with co-workers. If those in power don’t make it a point to address lousy work ethic, negligence towards duties, and hostile behavior, they should expect no seal of approval from the staff. How to fix: IT organizations can reap the rewards of a more productive and engaged workforce by investing in the right corporate culture. Crafting a unique and well-defined vision for your company can be the first step toward achieving better results. Ask your team to share their ideas on what would be most important for their ideal work environment, and you’ll have the fundamental building blocks needed to create a successful culture that will keep employees motivated and inspired. Also, when selecting tech talent to work for your company, a strategic eye should be had in order to hire the best of the best – not only looking at their professional aptitude but also their emotional acumen. It pays off to pick wisely and assemble an A-team. Ready to ascend the ranks of IT leadership? Book a call with Bateman Fox and uncover the exclusive strategies deployed by the most successful C-suite bosses! Learn how to stay ahead in the tech game, foster invaluable staff relations, and claim the success you deserve. Embrace the opportunity and revolutionize your path to the top!